Integration and orientation: what difference?

After some discussions and research, this question seemed interesting and intriguing me. So if you are also curious, I will tell you more on the connection between Integration and orientation.

Not long ago, a recruitment interview was limited to a meeting with human resources. Once the candidate has been selected, the lucky winner acquired familiar with his new environment during a small walk in the premises.

His new colleagues and all the relevance of his role in the company was briefly presented to him. This introduction was very simple and had its limits. NOW, The employer brand and the company’s image must be treated Have an effect on the new recruit.

And it is here that onboarding comes into play. And if you are wondering what integration and common orientation have in common or on the contrary what opposes them, do not scratch their heads at risk of losing hair.

Integration and orientation: difference

To begin with, know that the integration of a new employee and the orientation are part of the onboarding process.

What is onboarding?

Omboarding is a Support approach for new hires while acquiring familiarity with the culture, values ​​and rules of the.

This process is a series of events prepared to help employees take their first steps. He begins to sign the contract (pre-board) and continues in the first weeks or even in the first months of the company (integration and orientation).

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Pre-Boarding first

It refers to the entire cycle between the moment when the candidate accepts the job offer until his first day of work. It’s time to prepare your new talent and motivate it until your first day approach.

Like any company, you want a greater commitment to your employees, right? After all, this first phase of predefined is intimately linked to the increase in productivity and profitability, but also to a better conservation of talents. And many other subjects!

Start your employees before crossing the office door for the first time. It’s a bit if I can afford the preliminaries. This is a crucial step in the integration path that can make a big difference to help your employees prepare to excel in their new role.

Therefore the integration follows

The integration is to be made that the new recruits are welcome. The more satisfied, the more they will be involved.

Furthermore, The well -conducted integration leads to a decrease in turnover, a greater motivation of employees and an increase in production. Everyone is winners.

How long does the integration of us rule? A complete integration program often begins from the moment a recruit accepts the job offer and it it can last up to a year. During this period, new employees can participate in orientation, presentations and undertake new projects.

Regular meetings with their managers and human resources are also scheduled to follow their evolution. You understand why it is necessary to provide more than a month. In addition, a good integration plan includes orientation.

Guide, a key step in the integration process

This phase consists in revealing the company’s mission and their role as a whole to the new employees. While driving, human resources face problems such as:

• Employees’ documents,
• identifiers and passwords to use the different tools,
• and training modules for health and safety.

There are often conferences and training sessions, among other things, to facilitate the transition to the company.

In short, theThe guide is a brief introduction to society, While integration is necessary for new employees to invest in their daily activities.

It is clear that integration and orientation are essential to guarantee the success of a new intake.

How long does the orientation last? The orientation is much simpler. You can dedicate yourself to him from a week to a month.

New employees can participate in various presentations on company policies and get answers to their questions about their new position.

How to plan integration and orientation?

Here are 4 steps of effective integration.

1. Initial steps

Focus on what you want to achieve:

• satisfaction of employees,
• significant productivity,
• a feeling of belonging,
• Recognition of the brand
• And a fluid integration in the position, among others.

Start by analyzing what is required for this new role. How will you communicate your values ​​and culture to your new employee? How can you clearly declare what you expect from them?

2. PREBOARDING

This step provides for the collection of relevant information and the affiliation of the employee to social security. Stay in touch with the new employee by communicating regularly.

Keep in mind that he has not yet started working for you and that other companies could steal them. Show that you are personally interested in your candidate and that you are serious.

3. Jour 1

The first day is essential so that the employee feels well welcomed, comfortable and confident in his choice. You can present the employee to his colleagues and show him a short welcome video.

Why not offer a welcome package. It’s time for him Explains the procedures in the workplace And give him everything they need to do his job (laptop, mobile, etc.).

L’Oréal, for example, has developed the «fit culture» application to simplify integration.

4. Week 1

The orientation generally takes place during this period. All successful companies have a clear orientation process.

Once again, it’s a good idea Follow the employee During the first week to see how he feels in the workplace.

You can also consider giving him a mentor buffer, an online platform similar to Twitter, who has a «three friends» system.

Each «friend» plays a different role during the 6 weeks of integration and allows the new employee to feel guided and supported as part of his role. To help you plan effective integration and orientation, let me guide you in a good way to integrate your employees: help with the onboarding software so as not to lose anything.

In summary, he recalls this.

The orientation is actually an event during which the new employee is presented and guided. His goal is to help him adapt to his new environment, in his job, his new activities, etc.

Integration, provided that it is a strategic process that consists of an immersion of new employees in the company and in its culture. He will bring together the skills, attitude, knowledge, behavior and skills necessary to become a committed and competent member of the company.